HUMAN RESOURCES MANAGEMENT EXAM 2
PRACTICE SOLUTION 2026 TESTED
QUESTIONS AND EXPERT VERIFIED ANSWERS
GUARANTEED TO PASS
◉ true.
Answer: 2. Measuring performance and providing feedback does
improve employee performance.
◉ true.
Answer: 3. During the performance appraisal process, a focus on
clear goals that encourage an employee to stretch and improve help
provide clear direction for employees to improve performance.
◉ false.
Answer: 4. All performance appraisal systems should differentiate
high and low performers.
◉ false.
Answer: 5. Parity-based performance appraisal systems usually
require a forced distribution, which involves placing a certain
percentage of employees in each rating category.
,◉ true.
Answer: 6. Parity based systems encourage all employees to be high
performers.
◉ false.
Answer: 7. Parity-based performance management systems are
usually preferred by the top performers in an organization.
◉ true.
Answer: 8. Merit-based performance systems are appropriate for
organizations pursuing a Free Agent or Committed Expert HR
strategy.
◉ true.
Answer: 9. Under a parity-based performance appraisal system,
evaluating most employees as high performers encourages the
development of long-term employee relationships and a strong
sense of loyalty.
◉ true.
Answer: 10. The general performance factor is a broad factor of
performance that represents an employee's overall contributions to
the organization.
,◉ true.
Answer: 11. Citizenship behaviors are more related to an employee's
motivation than the employee's knowledge or skills.
◉ true.
Answer: 12. When an employee makes an extra effort to keep her
company assigned automobile clean and in good repair it is an
example of organizational citizenship behavior.
◉ false.
Answer: 13. Interpersonal citizenship behavior has the effect of
benefiting the entire organization.
◉ false.
Answer: 14. Employees engage in more organizational citizenship
behavior when they have close relationships with coworkers.
◉ true.
Answer: 15. Employees are more likely to engage in citizenship
performance when they perceive a long-term work relationship.
◉ true.
Answer: 16. Employees with motivational personality traits such as
dependability, cooperativeness, and empathy are generally more
, likely to go beyond minimum expectations and help both the
organization and coworkers.
◉ false.
Answer: 17. Production deviance occurs when an employee does
things that put other employees at a disadvantage.
◉ true.
Answer: 18. When employees feel they are being treated fairly by the
organization, they are less likely to engage in counterproductive
performance.
◉ true.
Answer: 19. Employees who are more conscientious, more
agreeable, and less anxious are less likely to engage in
counterproductive behavior.
◉ false.
Answer: 20. Workers report spending about .5 hours per week
visiting websites unrelated to work whereas human resource
managers suggest the actual time is closer to 8 hours per week.
◉ false.
PRACTICE SOLUTION 2026 TESTED
QUESTIONS AND EXPERT VERIFIED ANSWERS
GUARANTEED TO PASS
◉ true.
Answer: 2. Measuring performance and providing feedback does
improve employee performance.
◉ true.
Answer: 3. During the performance appraisal process, a focus on
clear goals that encourage an employee to stretch and improve help
provide clear direction for employees to improve performance.
◉ false.
Answer: 4. All performance appraisal systems should differentiate
high and low performers.
◉ false.
Answer: 5. Parity-based performance appraisal systems usually
require a forced distribution, which involves placing a certain
percentage of employees in each rating category.
,◉ true.
Answer: 6. Parity based systems encourage all employees to be high
performers.
◉ false.
Answer: 7. Parity-based performance management systems are
usually preferred by the top performers in an organization.
◉ true.
Answer: 8. Merit-based performance systems are appropriate for
organizations pursuing a Free Agent or Committed Expert HR
strategy.
◉ true.
Answer: 9. Under a parity-based performance appraisal system,
evaluating most employees as high performers encourages the
development of long-term employee relationships and a strong
sense of loyalty.
◉ true.
Answer: 10. The general performance factor is a broad factor of
performance that represents an employee's overall contributions to
the organization.
,◉ true.
Answer: 11. Citizenship behaviors are more related to an employee's
motivation than the employee's knowledge or skills.
◉ true.
Answer: 12. When an employee makes an extra effort to keep her
company assigned automobile clean and in good repair it is an
example of organizational citizenship behavior.
◉ false.
Answer: 13. Interpersonal citizenship behavior has the effect of
benefiting the entire organization.
◉ false.
Answer: 14. Employees engage in more organizational citizenship
behavior when they have close relationships with coworkers.
◉ true.
Answer: 15. Employees are more likely to engage in citizenship
performance when they perceive a long-term work relationship.
◉ true.
Answer: 16. Employees with motivational personality traits such as
dependability, cooperativeness, and empathy are generally more
, likely to go beyond minimum expectations and help both the
organization and coworkers.
◉ false.
Answer: 17. Production deviance occurs when an employee does
things that put other employees at a disadvantage.
◉ true.
Answer: 18. When employees feel they are being treated fairly by the
organization, they are less likely to engage in counterproductive
performance.
◉ true.
Answer: 19. Employees who are more conscientious, more
agreeable, and less anxious are less likely to engage in
counterproductive behavior.
◉ false.
Answer: 20. Workers report spending about .5 hours per week
visiting websites unrelated to work whereas human resource
managers suggest the actual time is closer to 8 hours per week.
◉ false.
